Description
A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions (Links to an external site.), the guide Best Practices and Emerging Trends in Recruitment and Selection, (Links to an external site.) and the web page Employers (Links to an external site.) from the U.S. Equal Employment Opportunity Commission (EEOC).
In your paper,
- Discuss how a job description is a function of management.
- Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
- Tasks
- Tools and technology
- Knowledge, skills, and abilities (KSAs)
- Education requirements
- Explain the legal components in a job description as it relates to the EEOC.
- Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.
For additional support with completing this assignment, please refer to the following tools:
- Finding HR Journals in the AU Library (Links to an external site.). This tip sheet will support you in researching through the Ashford University Library.
- What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.). This will assist you in determining the reliability of an HR website.
- Scholarly and Popular Resources(1) (Links to an external site.).This tutorial explains the differences between scholarly and popular resources.
- Human Resource Research With FindIt@AU (Links to an external site.). This tip sheet will support you in researching through the Ashford University Library.
The Job Description paper
- Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.)
- Must include a separate title page with the following:
- Title of paper
- Student’s name
- Course name and number
- Instructor’s name
- Date submitted
For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).
- Must include an introduction and conclusion paragraph.
- For assistance on writing Introductions & Conclusions (Links to an external site.), refer to the Ashford Writing Center resources.
- Must use at least two scholarly, peer-reviewed, or credible sources in addition to the course text.
- The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
- Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper (Links to an external site.)
- Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.
Explanation & Answer
Hey fam! i have attached the answer and an outline. Kindly let me know if any changes are required. Thank you
Running Head: JOB DESCRIPTION
1
Job Description
Students Name
Course Name
Instructor`s Name
Date Submitted
Running Head: JOB DESCRIPTION
2
In the current era, employees have become a source of competitive advantage for most
businesses due to the hyper-competitive environment. For any business or organization to thrive,
hiring veracious people, with the right knowledge, right skills, right attributes, for the right job
and the right time must be a priority. One of the major processes in an organization determining
its success is the selection and recruitment process. In order to understand well the job
description process, this paper aims at highlighting some of the newest trends and facts about the
selection and recruitment process. In addition, it defines and examines various phases in
selection and recruitment.
Due to the highly competitive environment for businesses, having individuals with the right
skills for different tasks and processes has become more critical. Consequently, the job
description has become a versatile tool for management. Despite the fact it remains an
acquisition tool, a well-written job description spells out abilities, knowledge, and skills which
are needed to do a job effectively. In career development and employee training, these
descriptions have proved to be very helpful in organizations. Most business owners and
managers use job descriptions as a framework for reporting relations and working circumstances.
In addition, a good job description is used for developing standardized compensation programs
which include maximums and minimums for every spot. Discipline, essential job analysis,
rewards and recognition, training and performance management can also be drafted from a wellcrafted business description. Therefore, it is of most importance that a flexible and more generic
description emphasizing on the accountabilities and expectations is crafted rather than specifying
the tasks. This enhances employees to direct their focus on results rather than the tasks
themselves.
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